The preceding sections have set out the cultural, capability and capacity issues that will underpin harnessing the NMAHP contribution to implementing Delivering for Health. What follows is a detailed action plan setting out actions and deliverables across a range of key issues identified within the main text.
Key message | Related actions | Deliverables | Lead responsibility | Working with | Timescale: by end of |
|---|
1. Caring is the essence of nursing and midwifery practice, and enabling is at the heart of allied health professionals' practice. | - Caring and enabling must be valued equally with technical competence within NHS Boards.
| - Job profiles for nursing, midwifery and AHP posts reflect caring, enabling and technical competence requirements.
- Patient satisfaction with caring and enabling elements of NMAHP services consistently demonstrated through formal and informal surveys.
| NHS Board Nurse Directors
NHS Board Lead AHPs | NHS Board human resources departments | 2007 |
- Evidence-based principles of caring must be embedded in pre- and post-registration nursing and midwifery programmes.
| - Caring is demonstrated explicitly as a theme in nursing and midwifery education programmes.
| HEIs | NHS Boards
NES | 2008 |
- Evidence should be provided that caring has been embedded in pre- and post-registration education programmes.
| - Quality assurance processes demonstrate caring component of courses.
| HEIs | NES
NHS Boards | 2008 |
2. The core values of nursing, midwifery and allied health professions must underpin the practice of every NMAHP and should drive models of care that promote positive and equitable engagement with patients, families and carers as the central focus for practice. | - A values-based approach must be central to the delivery of nursing, midwifery and AHP services.
| - NHS Board strategies for service delivery and workforce development reflect a values-based approach.
| NHS Board Nurse Directors
NHS Board Lead AHPs | NHS Boards
Local education providers | 2008 |
| - Patient satisfaction with values-based elements of nursing, midwifery and AHP services consistently demonstrated through formal and informal surveys.
| | Line managers and professional leads | 2006 ongoing |
- A values-based approach should be evident in nursing, midwifery and AHP practice.
| - Recording of values-based activity in individuals' professional portfolios and personal development plans.
| Individual nurses, midwives and AHPs | NHS Boards | 2007 |
| - Recognition of values-based practice through performance appraisal.
| Line managers and professional leads | | 2007 |
- A values-based approach to care should be integrated into all pre- and post-registration nursing, midwifery and AHP programmes.
| - A values-based approach is demonstrated explicitly as a theme in nursing, midwifery and AHP programmes.
| HEIs | | 2008 |
- A values-based approach to care is embedded within the national practice development strategy to be developed by NHSQISPDU.
| - National practice development strategy in place, reflecting a values-based approach.
| NHSQISPDU | NHS Board Nurse Directors
NHS Board Lead AHPs
HR Directors
SEHD
NES
HEIs | 2008 |
3. Multi-disciplinary, multi-agency teams are a cornerstone of the new health policy agenda. | - Clinical team-working and joint working among agencies should be supported by education and training initiatives.
| - Appropriate education programmes are available to NHS Boards.
| NES/ HEIs | NHS Boards
Local authorities | 2007 |
- A culture of team-working should be developed and sustained within NHS organisations as the foundation for delivery of services.
| - Shared processes and systems in place in NHS organisations to enhance and support team-working.
| Clinical team leaders | NHS Boards | 2006 ongoing |
| - Patients demonstrate appreciation of a team-working ethos through a range of initiatives designed to monitor patient experience.
| NHS Boards | NHSQIS | 2007 |
- Clinical teams should use the role development framework to underpin the development of new AHP specialist practitioner roles and the contribution they make to clinical teams.
| - Specialist practitioner roles are integral to new patient pathways supported by clinical teams.
| Clinical team leaders | NHS Boards | Ongoing |
- Specialist nursing contributions to sustainable clinical teams should be informed by focused profiles.
| - A cancer clinical nurse specialist profile published and disseminated as a template for other specialties.
| SEHD | NHS Boards | 2007 |
- The cancer clinical nurse specialist profile should be used to review specialist nursing roles and the contribution they make to clinical teams.
| - Strong clinical team model demonstrated in practice.
| NHS Board Nurse Directors | Clinical teams | 2007 |
- The cancer clinical nurse specialist profile should serve as a template for a National Advanced Nursing Practice Framework.
| - National Advanced Nursing Practice Framework in place.
| SEHD | NHS Boards
NES | 2008 |
4. NMAHPs, in collaboration with partners, are actively building an evidence base that will support the plan for the NHS set out in Delivering for Health. This must continue into the future. | - A programme-focused approach to developing the evidence base that underpins nursing, midwifery and AHP practice must continue.
| - Research programmes relevant to nursing, midwifery and AHP practice are available.
| NMAHP Research Unit
Departments of nursing, midwifery and AHP in HEIs
Regional Research Consortia | NHS Boards | 2006 ongoing |
- Nursing, midwifery and AHP research effort and expertise across Scotland must be integrated.
| - Nursing, midwifery and AHP research effort demonstrates improvement in quality and focus.
| NMAHP Research Unit
HEIs
Regional Research Consortia | CSO
NHS Boards | 2006 ongoing |
5. Service users and the public are entitled to expect the care they receive to be safe, effective and assured. | - A culture in which individual nursing, midwifery and AHP staff take responsibility for delivering safe, effective and assured care, assuming accountability for their actions and ensuring delivery of improved patient experiences and outcomes, must be cultivated in NHS Boards.
| - NHS Board strategies for risk management, service delivery and workforce development are based upon the need to deliver safe, effective and assured care.
| NHS Board Nurse Directors
Scottish Health Council | NHS Boards
NHSQIS
Professional organisations and trade unions | 2006 ongoing |
- Excellence in delivering safe, effective and assured care should be recognised at national level.
| - Patient satisfaction with nursing, midwifery and AHP services consistently demonstrated through formal and informal surveys.
| SEHD | Individual nurses, midwives and AHPs
NHSQIS | 2007 ongoing |
- Systems must be in place to ensure that the delivery of safe and effective care underpins all aspects of nursing, midwifery and AHP practice.
| - A core set of Clinical Quality Indicators for Nursing and Midwifery are agreed, demonstrating the nursing contribution to care that is safe, effective, efficient, patient-centred, timely and equitable.
| NHSQIS
NHS Board Nurse Directors
ISD | SEHD Professional organisations and trade unions | 2007 |
| - Demonstrable quality systems are in place and are reported on within NHS Boards.
| NHS Board Nurse Directors
NHS Board Lead AHPs | NHSQIS ISD | 2008 |
| - Nationally agreed clinical data sets implemented, informing NHS Boards' performance management and governance arrangements.
| | | |
| - The recommendation for action related to CQIs in AHP Workload Measurement and Management has been implented.
| NHS Board Lead AHPs | NHSQIS | 2008 |
| - Safe, effective and assured practice is demonstrated explicitly as a core theme in nursing, midwifery and AHP programmes.
| HEIs | NESNHS Boards | 2008 |
- The provision of safe, effective and assured care should be an underpinning element of pre-registration nursing, midwifery and AHP education programmes.
| - Quality assurance processes demonstrate the safe, effective and assured practice component of courses.
| | | |
6. Providing support and protection is an integral part of the public health role of all NMAHPs and must be reflected in their practice within the context of multi-disciplinary, multi-agency team working. | - Health care assessments performed by nurses, midwives and AHPs must include consideration of the risk of abuse of patients, families, carers and the public, based on knowledge of legislation and local and national guidelines.
| - Nurses', midwives' and AHPs' records of assessments indicate that abuse has been considered as part of the assessment undertaken.
| Individual nurses, midwives and AHPs | NHS Boards | 2007 |
- Nurses, midwives and AHPs must be enabled to realise their public health responsibilities in respect of protection of the public.
| - NHS Board strategies for service delivery and workforce development reflect the need to integrate a public safety approach to practice.
| NHS Board Nurse Directors
NHS Board Lead AHPs | NHS Boards | 2006 |
- Education opportunities in child protection should be made available for all nurses, midwives and AHPs in proportion to their level of contact and intervention with children and young people.
| - Nurses, midwives and AHPs accessing appropriate education.
| NHS Board Nurse Directors
Individual nurses and midwives
NHS Board Lead AHPs | NHS Boards
HEIs
NES | 2008 |
- Nurses, midwives and AHPs should have access to expert support and advice in relation to their work with children, young people and adults in need of additional support and protection.
| - Effective support mechanisms in place in NHS Boards.
| NHS Board Nurse Directors
NHS Board Lead AHPs | NHS Boards
Local authorities | 2007 |
- Pre- and post-registration nursing, midwifery and AHP programmes must emphasise the public health responsibility of nurses and midwives for protection of the public.
| - Protection of the public is demonstrated explicitly as a theme in nursing, midwifery and AHP programmes.
| HEIs | NES
NHS Boards
Local authorities | 2008 |
| - Quality assurance processes demonstrate protection of the public component of courses.
| HEIs | NES
NHS Boards | |
7. The benefits and value of working with older people must be promoted within the professions, emphasising the opportunities it creates for nurses and AHPs to put the professions' fundamental values of caring and enablement into practice and to make a significant contribution to delivering the new health policy agenda. | - Working with older people should be promoted as an attractive career option for nurses and AHPs.
| - Increased recruitment of nurses and AHPs seeking to work with older people.
| NHS Board Nurse Directors
NHS Board Lead AHPs | Older people and their representative organisations
HEIs
NES
NHS Boards
Professional organisations and trade unions | 2008 |
- NMAHP leadership in supporting older people must be developed to drive service improvement and enhance care pathways.
| - Nurse consultant posts in place in NHS Boards in Scotland.
- AHP consultant posts in place in NHS Boards in Scotland.
| SEHD | NHS Boards | 2008 |
- Practice development models related to working with older people should be in place to underpin service improvement.
| - Appropriate models are in place for use by NHS, care homes and HEIs.
| NHSQISPDU
NES | NHS Boards
HEIs
Care Commission | 2008 |
8. The right education, service and support infrastructure must be in place to support NMAHPs' contributions to unscheduled care and out-of-hours services. | - The organisational infrastructure that underpins the continued development of unscheduled care and out-of-hours NMAHP services should be reviewed to ensure fitness for purpose.
| - Appropriate infrastructures to support the delivery of unscheduled care and out-of-hours NMAHP services are in place.
| NHS Board Nurse Directors
NHS Board Lead AHPs | NHS Boards | 2007 |
- Education programmes and competency frameworks to support NMAHPs in developing unscheduled care and out-of-hours services, and which enable transferability of roles, should be developed.
| - Appropriate education programmes and competency frameworks
are in place.
| NES | HEIs
NHS Boards
Unscheduled Care Collaborative | 2007 |
| - Sustainable role development opportunities that challenge traditional models of nursing and AHPs within the community are in place.
| NHS Board Nurse Directors
HEIs | NHS Boards
NES
Professional organisations and trade unions
Local authorities | 2006 ongoing |
| - Quality assurance systems for unscheduled care and out-of-hours services are in place.
| NHSQIS | NHS Boards | 2006 ongoing |
9. NMAHPs should seize the opportunity Delivering for Health presents to develop their emergency care roles and practice in a range of settings. | - The potential for NMAHPs to work in different settings across the emergency care spectrum should be promoted.
| - Workforce development plans reflecting positive NMAHP migration across settings.
| NHS Regional Workforce Centres | NHS Boards | 2007 |
- Clinical governance frameworks and other structures must be in place to support NMAHPs to develop and maintain their skills and competencies in these areas.
| - Structured mechanisms in place to support NMAHPs' education and practice development.
| NHS Boards | NHS Board Nurse Directors
NHS Board Lead AHPs
NES
NHSQIS | 2007 |
10. The length of stay of patients admitted to hospital should be as short as possible consistent with maximum health benefits for the individual, and discharge must be appropriately planned. | - Models of decision making appropriate for nurses, midwives and AHPs should be developed to support them in ensuring patients' hospital stays are managed effectively.
| - Nursing, midwifery and AHP decision-making practice is underpinned by appropriate models.
| HEIs | NHS Boards | 2007 |
| - Evidence of proactive management of patient hospital stays by nurses, midwives and AHPs.
| NHS Board Nurse Directors
NHS Board Lead AHPs | ISD | 2007 |
11. Delivering for Health's identification of anticipatory care as a central element of NHS services opens the door to NMAHPs carrying out more of this vital work. | - Community profiles and public health nurse staffing models should be examined with a view to realigning resources to address anticipatory care needs, in particular focusing on inequality gaps.
| - New staffing profiles that address the inequality gap are in place.
| NHS Boards | NHS Board Nurse Directors | 2007 |
- Education support to promote anticipatory care services should be commissioned.
| - Appropriate education programmes in place.
| HEIs/ NES | HEIs
NHS Boards | 2008 |
- Good practice examples should be developed and shared across the health and social care system to illustrate the essence of anticipatory care.
| - Good practice examples informing activity across health and social care systems available.
| NHSQIS
Joint Improvement Team | Health Protection Scotland
Improvement and Support Team | 2007 |
12. Public health approaches and awareness must be integrated into all NMAHP roles and practice. | - Nurses', midwives' and AHPs' health promotion roles must be recognised and promoted within national health improvement initiatives.
| - National scoping exercise of AHP public health function undertaken and published.
| SEHD | NHS Health Scotland | 2008 |
| - Nationally funded health improvement schemes demonstrate NMAHP contributions.
| SEHD | NHS Boards
NHS Health Scotland | 2006 |
- Nurses, midwives and AHPs must be supported and facilitated to influence public health improvement plans.
| - Processes and systems in place to support NMAHPs to adopt public health approaches.
| NHS Board Lead AHPs
NHS Board Nurse Directors
Public health practitioners | NHS Boards
NHS Health Scotland | 2006 |
- Nurses, midwives and AHPs must be proactive, within a multi-disciplinary, multi-agency context, in identifying and responding to patients' unmet health and social care needs.
| - Nurses', midwives' and AHPs' records of assessment indicate that patients' unmet health and social needs have been considered.
| Individual nurses, midwives and AHPs | Public health practitioners
NHS Boards | 2007 |
- The education provision required to ensure public health approaches are integral to all nursing, midwifery and AHP roles must be reviewed.
| - Appropriate education programmes are in place.
| HEIs | NES
NHS Boards
NHS Health Scotland | 2008 |
13. Models of practice are needed to enable NMAHPs to support patient self care and enable patients effectively to manage their own care. | - A National Model of Supported Self-care Management and Rehabilitation across the pathway of care in cancer should be developed to serve as a template for other conditions.
| - Model of supportive self-care management and rehabilitation in cancer is published and disseminated.
| SEHD | NHS Boards
Regional Cancer Networks | 2006 |
- Tools should be developed to enable evaluation of supported self-care management and rehabilitation along the patient pathway and across the spectrum of care.
| - Tools developed and published.
| NHSQIS | NHS Boards
Regional Cancer Networks
SEHD | 2008 |
- The evidence base for supported self-care/self-management and rehabilitation practice should be further developed.
| - A growing body of evidence to support self care, self management and rehabilitation is available.
| NMAHP Research Unit
Regional Research Consortia | NHS Boards
HEIs
SEHD | 2006 ongoing |
14. Nurses and midwives, working in partnership with AHP colleagues, must undergo transformational change in delivering the new health agenda by becoming, first and foremost, enablers and supporters of service users' self-care and self-management abilities. | - A culture that sets the foundation for nurses, midwives and AHPs as enablers and supporters of service users' empowerment and self-care and self-management abilities must be cultivated within NHS Boards.
| - Strategies for service delivery and workforce development promote a culture of self care and self management.
| NHS Board Nurse Directors
NHS Board Lead AHPs | NHS Boards
Patients and the public | 2006 ongoing |
- Supported self-care/self-management should be integrated into pre- and post-registration nursing, midwifery and AHP programmes.
| - Self care and self management is demonstrated explicitly as a theme in nursing, midwifery and AHP programmes.
| HEIs | NES
NHS Boards | 2006 ongoing |
| - Quality assurance processes demonstrate the self-care, self-management component of courses.
| | | 2008 |
15. Clinical leadership is critical in ensuring the transformational change necessary to implement the Delivering for Health vision. Initiatives and role developments aimed at promoting NMAHP leadership must be progressed. | - A review of AHP strategic leadership must be undertaken with the aim of ensuring a consistent approach to the appointment of NHS Board Lead AHPs.
| - Lead AHPs for NHS Boards appointed across NHSScotland.
| SEHD | NHS Boards | 2006 |
- Clinical nursing, midwifery and AHP leaders must have access to leadership programmes.
| - Workforce development strategies demonstrate a commitment to leadership training for nursing, midwifery and AHP leaders.
| NHS Board Nurse Directors
NHS Board Lead AHPs | NES
HEIs
NHS Boards | 2006 ongoing |
- A review of the role of the senior charge nurse/midwife in NHSScotland, which will produce recommendations for action, will be launched.
| - Final report published and disseminated.
| SEHD
NHS Boards | Professional organisations and trade unions | 2007 |
| - Recommendations from review of the senior charge nurse/midwife tested in a number of pilot sites utilising the agreed set of CQIs.
| SEHD
NHS Board Nurse Directors | NHS Boards | 2008 |
- A national programme of work will be launched to identify how midwives can develop the culture, competencies and capabilities to assume leading roles in caring for women during pregnancy episodes.
| - Women at the centre of maternity services, exercising informed choice at all stages of the pregnancy episode.
- Midwives assuming lead professional roles for all low-risk pregnant women.
| SEHD
NHS Boards | NHSQIS
NES
RCM
Service users
Medical Royal Colleges | 2009 |
16. Potential strategic NMAHP leaders of the future must be identified, with support and development mechanisms set in place to ensure the cadre of potential leaders in the workforce continues to grow. | - A model of succession development for NMAHPs should be devised.
| - Process is informed by results of pilot programme NES conducted with nurse, midwife and AHP consultants.
| NES
SEHD | NHS Boards Professional organisations and trade unions
Other relevant stakeholders | 2008 |
17. NMAHPS must use data to highlight, maintain and develop practice to improve patients' experience of health services and health outcomes. | - National clinical data sets should be developed to support the practice of NMAHPs.
| - NMAHPs have access to clinical data that improve the quality of care they deliver.
| SEHD
NHS Boards | ISD | 2007 |
18. NMAHP leaders and clinicians must engage with the eHealth agenda. | - National eHealth initiatives aimed at developing consistent approaches to planning care and record keeping must be supported.
| - NHS Board strategies for service delivery and workforce development demonstrate a strong commitment to developing consistent approaches to planning care and record keeping.
| NHS Board Nurse Directors
NHS Board Lead AHPs | SEHD
NHS Board IT departments
National Services Scotland | 2007 |
- NMAHPs must be appropriately trained and equipped to use electronic health information systems for recording and using information to improve the patient experience and health outcomes.
| - Workforce development strategies demonstrate a commitment to developing training and systems to support electronic systems for recording.
| NHS Boards | SEHD
NHS Board IT departments
National Services Scotland | 2007 |
- NMAHPs must have appropriate and adequate access to ICT to support clinical decision making and communication at the point of care.
| - NMAHPs have access to ICT.
| NHS Boards | SEHD
NHS Board IT departments
National Services Scotland | 2007 |
- NMAHP involvement in the eHealth agenda must be encouraged.
| - There is demonstrable NMAHP involvement in eHealth initiatives.
| NHS Board Nurse Directors
NHS Board Lead AHPs | SEHD
NHS Boards
National Services Scotland | 2007 |
| - NHS Board strategy, investment and implementation plans are informed by, and reflect the needs of, the nursing, midwifery and AHP workforce in responding positively to the eHealth agenda.
| | | 2007 |
- Pre-registration nursing, midwifery and AHP curricula should reflect the eHealth agenda.
| - Newly-qualified staff have the appropriate skills to use technology to support their clinical practice and the delivery of integrated, patient-focused care.
| HEIs | NES
NHS Boards
National Services Scotland | 2007 |
- Post-registration education development opportunities in IT for nurses, midwives and AHPs should be reviewed.
| - Appropriate post-registration education programmes in IT are in place.
| HEIs | NES
NHS Boards | 2008 |
- Good practice and innovation in using information from a national and international perspective should be shared to support local work.
| - A report on good practice is published and disseminated.
| National Services Scotland | SEHD
NHS Boards | 2006 ongoing |
19. The development of the future NMAHP workforce is the business of a partnership involving education providers and NHS Boards. | - Current partnerships between HEIs and NHS Boards at local and regional levels should be further strengthened to promote nursing, midwifery and the AHPs as career options.
| - Recruitment and selection of nursing and midwifery students jointly carried out by HEIs and NHS Boards.
- HEIs and NHS Boards working in partnership to promote careers in the AHPs.
| HEIs/ NHS Boards | | 2006 ongoing |
- A strong uptake of the HNC in Health Care and AHPHNC support programmes should be encouraged.
| - Increased recruitment to HNC in Health Care and AHPHNC programmes.
| NHS Boards
HEIs | NES | 2006 ongoing |
- The Open University work-based
pre-registration nursing programme in remote and rural areas of Scotland should continue to be supported.
| - Increased recruitment to Open University work-based pre-registration nursing programme in remote and rural areas of Scotland.
| NHS Boards/ SEHD | | 2006 ongoing |
- Ways of maximising clinical placements for students in community settings should be explored.
| - Student clinical placements reflect the strong community focus of the new health policy agenda.
| NHS Boards
HEIs | | 2006 ongoing |
20. The professional education NMAHPs undertake should prepare them appropriately to contribute safely and effectively to implementing core issues at the heart of health care policy in Scotland and meet the agenda set out in Delivering for Health. | - Current pre-registration/undergraduate NMAHP programmes should be mapped to identify how effectively they are addressing core issues at the heart of health care policy in Scotland and meet the agenda set out in Delivering for Health.
| - Pre-registration programme curricula are reviewed.
| NES | HEIs | 2006 ongoing |
- The core issues for pre-registration/ undergraduate NMAHP programmes set out in Box 3.1, page 42, must be central to the design of programmes.
| - The core issues are integral to pre-registration/ undergraduate NMAHP programme curricula.
| HEIs/ NHS Boards | HEIs | 2007 |
| - Quality assurance processes demonstrate the inclusion of core issues.
| HEIs | NHS Boards
NES | 2008 |
- NMC standards for student entry must be implemented when published.
| - Improvement in student recruitment processes in HEIs.
| HEIs
NHS Boards | NHS Board Nurse Directors | 2007 |
21. The right number of NMAHPs and support workers, with the right skills and the right support to maintain and develop their competencies, are needed to deliver the services anticipated in Delivering for Health. | - The Flying Start NHS programme should be actively supported to ensure that new graduates are given the best start to their careers.
| - NHS Board workforce development strategies demonstrate a commitment to the Flying Start NHS programme for new graduates.
| NHS Board Nurse Directors
NHS Board Lead AHPs | NES
Professional organisations and trade unions | 2006 ongoing |
- NHS Boards should employ newly qualified nurses and AHPs into primary care posts.
| - Increased number of newly qualified nurses and AHPs employed into primary care posts.
| NHS Boards | | 2006 ongoing |
- Flexible career pathways based on competency development underpinned by education and training and with 'stepping on and off' points should be developed.
| - SEHD has delivered the Model Careers Framework for NHS Scotland.
| SEHD | NHS Boards
Professional organisations and trade unions | 2006 ongoing |
- Best practice in the recruitment and retention of nurses, midwives and AHPs should be supported to assist NHSScotland to ensure a workforce fit for purpose.
| - NHS Boards have succession planning in place, including fast-track programmes within nursing, midwifery and AHPs.
| SEHD | NES
NHS Boards
HEIs
Professional organisations and trade unions | 2006 ongoing |
| - Recommendations of the Nationally co-ordinated Nurse Bank Project and mandatory guidance on the use of national procurement contracts are fully implemented within NHS Boards.
| NHS Boards | HEIs
Professional organisations and trade unions | 2006 ongoing |
| - NHS Boards are running effective return-to-practice programmes for nurses and midwives.
| NHS Boards | NHS Boards Regional workforce planners Professional organisations and trade unions | 2006 ongoing |
| - A return to work programme is in place for AHPs.
| NES | SEHD
NHS Boards | 2006 ongoing |
| - NHS Board Nurse Directors and NHS Board Lead AHPs are working with local and regional workforce planners to ensure their NHS Board has the nursing, midwifery and AHP workforce it needs for the future.
| NHS Board Nurse Directors
NHS Board Lead AHPs | Local and regional workforce planning teams
Professional organisations and trade unions
Regional Workforce Advisors
Professional organisations and trade unions | |
| - Recommendations of the Nursing and Midwifery Workload and Workforce Planning Project and the AHP Workload Measurement and Management Project are fully implemented within NHS Boards.
| NHS Boards
SEHD | Regional Workforce Advisors
Professional organisations and trade unions | 2006 ongoing |
- Education and training opportunities for NMAHPs at national and local level must reflect the priorities of Delivering for Health and the development of sustainable multi-disciplinary, multi-agency teams.
| - Education and lifelong learning initiatives developed for NMAHPs at national and local level.
- Local learning plans reflect the needs of NMAHPs.
| NES
NHS Boards | NHS Boards
NHS Board Nurse Directors
NHS Board Lead AHPs | 2006 ongoing |
22. Support workers must be valued as important members of uni-disciplinary and multi-disciplinary,
multi-agency teams who have an important contribution to make. | - Efforts to maximise the contribution support workers can make to nursing and midwifery teams, AHP teams and multi-disciplinary, multi-agency teams should be continued.
| - A 'Facing the Future' sub-group exploring maximising support worker contributions is in place.
| SEHD | NHS Boards
Scotland's Colleges
HEIs
Professional organisations and trade unions
Skills for Health | 2006 ongoing |
- Career pathways for health care support workers should be developed, supported by education and training and competency development.
| - A national education and training framework for support workers is in place.
| NES | Skills for Health
NES
NHS Boards
HEIs
Scottish Colleges | 2006 ongoing |
- Support worker recruitment and selection processes must be rigorously conducted.
| - Model Careers Framework for Scotland is relevant to careers of support workers.
| SEHD | NHS Boards
Scotland's Colleges
HEIs | 2006 ongoing |
- The potential for further development of Health Care Academies to support the development of a diverse support worker workforce in the NHS should be explored.
| - Appropriate career pathways adopted by NHS Boards.
- The potential pool of suitable applicants for entry into employment in NHSScotland is maximised.
| NHS Boards | Professional organisations and trade unions
Skills for Health | 2008 |
23. NMAHPs should make the best use of their skills, knowledge and expertise to provide patients with quicker and more efficient access to medicines. | - Guidance to support nurse and midwife independent prescribing and AHP prescribing should be developed.
| - Guidance to support nurse and midwife independent prescribing and AHP prescribing is published and disseminated.
| SEHD | NHS Boards HEIs | 2007 |
- Independent nurse and midwife prescribers and AHP prescribers must be appropriately prepared and supported in their role.
| - NHS Board workforce development strategies demonstrate a commitment to ensuring independent nurse and midwife prescribers and AHP prescribers are appropriately prepared for their role.
| NHS Board Nurse Directors
NHS Board Lead AHPs | HEIs
NHS Boards
NES | 2006 ongoing |
- Independent nurse and midwife prescribing and AHP prescribing roles in acute hospitals and primary care are developed, taking account of patient benefit, expertise and patient safety.
| - Independent prescribing and AHP prescribing roles within acute hospitals and primary care are defined.
| NHS Boards | HEIs
NES | 2006 ongoing |
24. New NMAHP roles developed to meet patient and carer needs must be underpinned by a caring and enabling approach that reflects professional core values. | - An evaluation toolkit to measure the effectiveness of role development in nursing and midwifery should be developed.
| - An evaluation toolkit to measure the effectiveness of role development in nursing and midwifery is published and disseminated.
| SEHD | NHS Boards | 2007 |
- A mapping exercise should be conducted to identify where national training and education is necessary to support role development.
| - Specific needs for national education programmes are identified.
| NES | NHS Boards | 2006 ongoing |
| - NES is working with Skills for Health to ensure the central importance of caring and enablement is recognised in the competencies required for new roles.
| NES | Skills for Health
NHS Boards | 2006 ongoing |
- A scoping of role development in the AHPs should be carried out, building on existing work undertaken within radiography.
| - Scoping work undertaken and published.
| NES | NHS Boards | 2006 ongoing |
25. NMAHPs should always be open to working in clinical/education partnerships with colleagues from other disciplines. | - Nurses, midwives and AHPs should have access to high-quality research environments that expose them to the skills and experience of a range of health, social scientist and other disciplines in clinical collaborative partnerships.
| - Nurse, midwife and AHP researchers develop a broad range of research skills and experience across disciplines.
| Individual nurse, midwife and AHP researchers | HEIs
NHS Boards | 2006 ongoing |
26. Opportunities for integrated clinical, education and research roles rely on changing the cultural context of nursing, midwifery and the allied health professions to ensure that practice, education and research are equally valued within the professions. | - A strategic commitment to developing clinical/academic career opportunities should be demonstrated nationally.
| - Clarity about clinical/academic pathway within the Model Clinical Careers Framework.
| Deans and heads of departments of nursing, midwifery and AHPs. | Director of the NMAHP Research Unit | 2007 |
- A national scoping exercise should be launched to assess the impact to date of concerted capacity and infrastructure-building developments in nursing and midwifery research.
| - Up-to-date data on current research capacity and capability available to inform Scottish response to UK Clinical Research Collaboration report on how to support clinical/ academic careers in nursing and midwifery.
| SEHD
CSO
NES
The Scottish Funding Council | NMAHP Research Unit
Regional Research Consortia
HEIs
NHS Boards | 2007 |
- A Scottish response to the UK Clinical Research Collaboration report on how to support clinical/academic careers in nursing and midwifery should be formulated.
| - A response is published and disseminated.
| SEHD
CSO
NES
The Scottish Funding Council | NMAHP Research Unit
Regional Research Consortia
HEIs
NHS Boards Other relevant stakeholders | 2007 |
- Scotland should contribute to the UKCRCAHP workstream when it is launched.
- The development of clinical/academic roles should be supported.
| - Clinical/academic roles developed in line with Scottish response to the UK Clinical Research Collaboration report.
| (To be determined following publication of Scottish response.) | (To be determined following publication of Scottish response.) | 2007 ongoing |